Human Or Inhuman Resources - Who defines!

Human Or Inhuman Resources _ Depends?

The function that has consistently faced scrutiny from all stakeholders is HR. Consultants and strategists often emphasize the importance of HR as a business partner. However, their underlying message is not to be overly attached to the HR function itself but to have a comprehensive understanding of the business and its intricate details. The intention is to incorporate a business perspective when designing and implementing HR processes, aiming to elevate the role of HR from operational to strategic. HR heads have struggled with their positioning in/for the boardroom' role, attempting to apply HR as a strategic asset and expecting rapid transformation. So, where does the breakdown occur?

The key lies in striking a balance between being operational and strategic. It's crucial to remain focused on the strategic pillars of the business while also having a deep understanding of people-related processes and maintaining control over their execution. We are aware, as HR professionals, that this is not an easy path. Here are a few points which do require to be highlighted, which either make us Human or Inhuman resources professionals from employee's experience perspective.

Some of the points we may like to introspect to ascertain our own credibility Quotient,

1. Can we confidently claim to be subject matter experts? Whether it's in the domain of HR or industrial relations, the processes we discuss are not generic; they are grounded in science, impacting someone "Human". Each data point reflects the talent's health and their current and future contributions to the business. Unfortunately, many perceive this as generic, leading to a loss of credibility.

2. A thorough understanding of the business is essential. We need to delve into every aspect, from raw materials to the product, the competitive landscape, and the impact of the ecosystem, and have a grasp of the core technology and industry benchmarks. Without this knowledge, how can we effectively source, assess, and select suitable profiles for various roles?

3. Uphold trust, grace, ethics, and Integrity as guiding principles.

4. Have the courage to stand up and stand out, being assertive when necessary.

HR needs to stand by its commitment to the people, of the people, and by the people along with being a trusted companion for the business, this may qualify us as Human Resources professionals.